GENDER EQUALITY INDEX

Conformément à la législation en vigueur, chaque entreprise est tenue de publier, au 1er mars de chaque année, son index relatif à l’égalité Femmes / Hommes qui mesure la situation de l’entreprise à travers 5 indicateurs représentant un nombre total de 100 points.

Pour les entreprises de plus de 250 salariés, cet index se calcule au travers des 5 indicateurs suivants :

– L’écart de rémunération
– L’écart de répartition des augmentations individuelles
– L’écart de répartition des promotions entre les femmes et les hommes
– Le pourcentage de salariés augmentés au retour d’un congé maternité
– Nombre de salariés du sexe sous représenté parmi les dix plus hautes rémunérations.

L’index égalité Femmes / Hommes obtenu par notre société HANA GROUP France pour l’année 2022 (au titre de l’exercice 2021) est de 64/100.

La Direction souhaite que l’égalité professionnelle devienne une valeur inscrite dans la culture et les politiques de HANA GROUP.

L’égalité professionnelle se traduit ainsi par des actions concrètes que HANA GROUP France va mettre en œuvre pour permettre une progression de cet index. Dans cette optique, nous poursuivrons nos actions en 2022 afin d’améliorer l’égalité entre les Femmes et les Hommes au sein de HANA GROUP France.

Gender Pay Gap is a report required by law under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, where companies who employ over 250 workers must report the percentage difference on average hourly earnings for Men and Women.

We are encouraged to publish the results on our website and the government website for each calendar year showing the following measures from the snapshot date of 5^th April 2022:

– The mean and median gender pay gap
– The mean and median bonus gap
– The proportions of males and females who receive bonuses

Hana Group UK Gender Pay Gap Results:

The Company does not believe that this year’s Gender Pay Gap report accurately reflects the overall position in relation to its workforce and it is not a true representation given methodology followed.

However, the Company is aware of the fact that this snapshot of data may have highlighted some senior level positions within the organisation being held by a higher majority of male employees which is an area we continue to rebalance and continue to encourage the promotion and development of female colleagues to be better represented at executive levels; which has improved with appointment of two senior executives and larger percentage of our senior management team.

Overall, in our stores we had 39% of male colleagues and 61% of female colleagues as of snapshot April 2022 and in our senior leadership teams we have even number of 7 female to 7 male area managers. Our exec team has two female and three male colleagues.

The median pay gap is – 5% given £10.50 male colleagues and £10 female colleagues gender figure given senior executives however bonus was in favour of female colleagues at median bonus figure of £331.63 for our male colleagues and £459 for our female colleagues +38%

We continue to focus, support, encourage and further balance female representation at senior levels.

I can confirm the above is true and accurate.

Jason Danciger
Managing Director
Hana Group UK